The four design pillars supporting the creation of this programme are:
- Purpose: learners are clear on the purpose behind everything they learn.
- Safety: learners are in a safe and secure environment where every contribution is recognized and valued.
- Ownership: learners are able to take responsibility for their own learning.
- Engagement: learners are fully engaged in learning.
The integrity of the Ten Steps programme has been maintained throughout and reflected in all aspects of marketing promotion and service delivery; these 4 pillars are embedded into the design of content and delivery of workshops.
Ten Steps has established a track record as an innovative learning experience attracting employees from diverse backgrounds with learning expectations that reflect the top 5 illustrated below.
Pat endorses the statement made by Simon Sinek that “Inspired employees make for stronger companies and stronger economics”.
Start with Why? Simon Sinek
A six-workshop programme involving over 40 hours of personal development spread over 3 months with each one-day content having specific aims/objectives as reflected in the route map.
The learning experience is designed to be progressive and challenging as participants begin to make changes and try out a range of learning techniques associated with life skills.
The e learning site, recently introduced, combines face- to- face learning with e learning, providing ongoing support materials to encourage a lifelong learning commitment. Participants are encouraged to take responsibility for their own learning and development and to be proactive in accessing learning resources at work, and in the community.
Includes a user friendly, two-hundred-page workbook containing questionnaires, personal development models, information. Designed for re-use and engagement with lifelong learning. Consistently positive feedback from participants confirms this element of the programme valuable as a learning tool.
“It is really handy to have the workbook with all the work we completed. The workbook is useful for applying techniques and insights now and in the future”.
Self- study assignments in between workshops are supported by access to an e download facility. Group support and networking is a much-reported benefit.
Additional handout materials/reference resources to meet the specific needs of participants.” Curiosity and creativity are traits that are highly encouraged”.
The Ten Steps Framework: This framework evolved from the initial pilot programmes when participants identified key actions /ideas that would enable them develop untapped skills potential. This evolving framework has been used to create a journey of self -discovery over 6 workshops that starts with “ taking charge of your future”. The step of review and re-plan, creates the opportunity for participants to develop a plan to enable them sustain personal changes and achieve staying power with self- improvement goals.
The “soft skills” learning and development agenda covers:
- Handling Feedback & defensiveness
- Problem solving & collaboration
- Relationship management
- Empathy as a life skill.
- Confidence Building in self and others
- Conflict resolution
The “group” learning environment, spread over 3 months, enables debate, sharing, support from others and an opportunity to practice the techniques/personal development models introduced and using both general and personal case studies.
The emphasis is on “ learning as a skill in it’s own right; of increasing one’s ability to become a better learner whatever the goal or aspiration. The programme is aimed at developing a freedom to succeed in a range of roles as for example a sports coach, a charity trustee, an entrepreneur, or a writer”.
This quote speaks for many of the participants of Steps:
“Steps really helped me think outside the box, empathise with others and set goals to achieve what I want in my life ”. Reference a participant